Following the American Psychological Association’s Guidelines
The company that project proposal is prepared for is a public institution responsible for developing strategies for a geographical region including three main cities and twenty three towns.
Thirty five specialist from different fields such economics, public relations, engineering, statistics and urban planning are hired in the institution. The institution is responsible for preparing a regional development plan for a ten year period and monitoring the implementation of the regional development plan by the other public institutions.
The institution has a certain budget and under given this budget, the specialists use their knowledge and experience to create a work schedule. There are some main principles that the institution has to follow: transparency, enabling all the stakeholders in the region to participate the processes developed and implemented by this institution, accountability, following scientific ways to make decisions.
This public institution is preparing annual working plans and according to this working plan some predetermined socio-economic research projects pertaining to the development of the region are to be implemented and during and after every research project participation of all the stakeholders in the region is a must.
The region is a place where agricultural and industrial production exist simultenaously and there are some conflicts between them. These conflicts are creating some barriers for the regional development and this public institution has to find some solution strategies.
The regional development plan is a legal document and all the public institutions have to follow the rules put by the regional development plan. Considering that the state is the most powerful stakeholder in all the country, the regional development plan is an essential tool to stimulate the region and provide a development.
Although very high skilled and senior specialist are hired in the institution, there is a motivation problem. The institution does not have a vision that workers agree on and the worse, most of the stakeholders in the region are in belief of a necessicity to determine a new vision for the institution. The vision that the institution has announced in its webpage is written by some managers in the institution considering the legal responsibilities assigned to the institution.
Because of the reasoning given above, the workers do not believe that the working plan designed considering the vision of the institution will help them determine the proper strategies for the regional development plan.
This situation is causing some conflicts at the workplace: some workers are blaming other workers as being lazy and wasting time for unnecessary things and the top manager is not able to resolve this conflict. The top manager is actually responsible to create an environment for the workers to be productive.
Scope of the Project
A work processes development plan is to be developed as a result of this project. This plan will provide a road map for the institution to determine a vision in a participatory environment and then according to this vision, a working plan is to be prepared by using scientific techniques. All the specialists in the institution will take some responsibilities in the process development and a number of meetings with all the stakeholders is to be held at predetermined dates.
There are four main steps in this process development plan project:
-Making a stakeholder analysis;
-Determining a vision with the participation of all the stakeholders in the region including the specialists in the institution;
-Defining necessary works to be done according to the determined vision; and
-Designing a monitoring to measure the effectiveness and productivity of the institution.
According to this project plan, a management team is to be assigned among the specialists and the top manager will be responsible to lead the processes.
Creemers, B.P.M. (1997). Vision that Work. Paper prepared for the American
Educational Research Association. Chicago.
Hersey, P. & Blanchard K.H. (1972). Management of Organizational Behavior. 2nd edition, Englewood Cliffs, NJ: Prentice-Hall.
Nanus, B. (1992). Visionary Leadership. Creating a Compelling Sense of Direction for Your Organization. San Francisco, CA: Jossey Bass.